Imagine the scene: 

One of your team members comes to you and tells you about a situation that’s going on. 

They ask you what they should do about it - then immediately stop talking and stare at you.

You have no context for the decision, so you're not in the best position to make a call. 

What do you do?

Some people might give a vague, uninformed answer just to end the conversation (or make it appear like they’re all-knowing).

This technique might work in the short term, but in the long run, it will create bigger issues and leave your team unable to think for themselves.

So, what’s the alternative? Well, here’s what I recommend:

Just paraphrase what they said and ask a follow-up question, like:

• Did I get that right?

• Am I missing any key details?

• What are your thoughts on the situation?

• How do you feel we should approach the problem?

• What’s your recommendation on the best next steps?

In some cases, you won’t even need to ask the question. If you simply stop talking, they’re likely to perceive it as a question.

This method forces the other person to think about the problem for themselves and often results in better solutions than you could have come up with on your own.

Pro Tip: You can also do this even when you do know the answer to something. Helping a team member think through potential solutions and come to it on their own is the mark of a strong leader.

About The Author

Emily Sander is an ICF-certified leadership coach with more than 15 years of experience in the business world and the author of Hacking Executive Leadership. She’s been featured in several print publications, online articles, and podcasts, including CEO Today Magazine, Leading to Fulfillment, and Leadership Powered by Common Sense. 

Emily has a passion for helping business leaders reach their full potential. Go here to read her story from seasoned executive to knowledgeable coach. If you want to send Emily a quick message, then visit her contact page here.